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Here’s an excerpt from a guest blog post for big data site KDnuggets written by Janet Dwyer, our CEO, and John Harney, our CTO that explains how DataScava (the unstructured data miner that powers TalentBrowser) uses Domain-Specific Language Processing (DSLP), patented Weighted Topic Scoring (WTS), the language of your business and a customized search engine you control to mine and match your resumes and profiles to your job openings.

“Real-time mining of unstructured textual content isn’t simple. To work effectively, a solution must be fine-tuned to meet your organization’s specific needs and address the quirks in your company’s information. To add value, applications require a vocabulary that accurately captures the definitions, context, and nuance of your business and the way it uses language.

Consequently, unstructured textual data needs to be organized before it can be put to use. That’s a huge challenge. For data-driven systems based on artificial intelligence, machine learning or other advanced applications, natural language processing and natural language understanding are supposed to be the solution, either by themselves or as hybrid models that plug in industry terms or use complex Boolean logic. But none of these are easy to use or implement, and without extensive programming and training, they often process data incorrectly.

There is, however, a simpler approach to addressing these challenges, one that does not require NLP or NLU. It’s called “Domain-Specific Language Processing,” or DSLP, and it uses the language of your business to mine unstructured textual data.”

Evolution of Recruiting: A Search Synopsis

December 11, 2018

Here’s an excerpt from a blog post written by Janet Dwyer, our CEO:

“How big is your candidate database?”

This is a question people actually used to ask all the time in the recruiting community. Before we had access to millions of data points at a moment’s notice, it was all about the Rolodex, Excel sheets, and folders of your best people – the people who, at a moment’s notice, would take your call about a job. Relationships were a currency and business cards were gold.

Then came the Internet. As we started to collect free data, recruiters eventually caught on. A few people started to figure out how to scrape and that was a game changer. Access to a person’s information wasn’t a premium anymore, but the platform was. Enter the next phase: tools.

Let’s Admit It: We’re a Long Way from using ‘Real Intelligence” in AI

April 20, 2018

With the growth of AI systems and unstructured data, there is a need for an independent means of data curation, evaluation and measurement of output that does not depend on the natural language constructs of AI and creates a comparative method of how the data is processed.

Here’s an excerpt from a blog post on this subject written by our CTO John Harney published by big data site KDNuggets:

“For anyone worrying about machines taking over the world, I have reassuring news: The idea of artificial intelligence has been overcome by hype. I don’t mean to belittle AI’s promise or even its existing capabilities. The technology allows organizations to put data to use in ways we could only imagine not that long ago.

“It’s revolutionized the way executives approach strategic planning. But very often lately—when I’m in meetings, reading research papers or listening to an expert’s presentation—I can’t shake the feeling that to many people, terms like “AI,” “machine learning” and “cognitive computing” have become answers unto themselves.

“Today, solutions providers put statements like “AI-driven” or “harnessing the power of machine learning” at the core of their sales pitch. The buzzwords are certainly getting through. One colleague tells the story of a client calling “to make sure AI was included” in their data analysis project. Business people have been sold on the notion that today’s cutting-edge systems analyze data in a black box, then spit out reliable insights. How? They just do.”

Busting a Buzzword: Semantic Search

January 13, 2017

TalentBrowser was featured in a piece by the renowned RecruitingTools news blog. Author Katrina Kibben writes:

“What we really need, and I only know one company that does this (shout out to TalentBrowser, powered by DataScava, and founders Janet Dwyer and John Harney) is a completely customizable white box ‘profile’ search built on input and personalized rules that you the user control, not a black box semantic search engine that thinks it knows what you ‘really mean.’ Profile search allows you to specify many individual topics in a search, with thresholds (minimums) to be met by each topic. This twofold process bubbles the best candidates right to the top.”

TalentBrowser Presents at “The Future of HR Tech” Event

TalentBrowser was selected to present at “The Future of HR Tech” HR.com virtual event showcasing startups in the Human Capital Management (HCM) space pitching their innovative products to a global market, helping to shape the future of HR. To view the presentation, click here.

William Tincup: HR Technologies to Watch

May 01, 2016

In a blog post written by William Tincup, Principal Analyst at KeyInterval Research, TalentBrowser was featured as a top HR technology firm to watch in 2016. Check out the full list here.

The Recruiting Animal: Talking TalentBrowser

February 03, 2016

The Co-Founders of TalentBrowser, Janet Dwyer and John Harney, and Andrew Gadomski, Founder of Aspen Advisors, a recruiting and talent acquisition efficiency advisory firm, joined the podcast “The Recruiting Animal” to discuss TalentBrowser, which Gadomski refers to as “Netflix for Recruiters.” Click on the audio player above to hear the full conversation.

HR Latte: TalentBrowser Taking the “Tiger by the Tail”

January 07, 2016

The Co-Founders of TalentBrowser, Janet Dwyer and John Harney, as well as Al Mellina, CEO and Managing Partner of Gartland & Mellina, joined Rayanne Thorn,VP – Marketing, Strategist, Writer, and Radio Host at Dovetail Software and HR Latte Talk Radio, to talk about what TalentBrowser can deliver to recruiters as a candidate search technology. What you’ll learn from this segment:

How TalentBrowser is providing a new alternative to current sourcing solutions.

The ways that TalentBrowser combines analytics with employee engagement to help organizations make the right hiring decisions.

How TalentBrowser is creating specialized results by using data and analytics the right way.

HR Latte Conversation: Resume Analytics with Janet Dwyer

June 01, 2015

HR Latte chats with Janet Dwyer, Chief Executive Officer and Co-Founder at TalentBrowser, about resume analytics and how technology benefits sourcing and recruiting new talent. A successful recruiter for many years, managing her own search firm Integretech, Janet and her partner John Harney knew they could make the recruitment process better by creating a patented technology which creates new efficiencies for recruiters.

Long Island Business News: “Cyber Headhunter”

It’s like hiring without a heartbeat. TalentBrowser, a job matching service for hiring managers and recruiters, uses technology as a medium to eliminate weak job applicants and bring the most qualified ones to the forefront of a recruiter’s computer screen. Developed by Kings Park entrepreneur and chief information officer John Harney, the TalentBrowser software uses an algorithm to electronically sift through hundreds to thousands of backlogged resumes stored in a company’s system.

The Shift in Search — TalentBrowser Stops by HR Latte

December 01, 2014

Founders of TalentBrowser, Janet DwyerandJohn Harney stop by HR Latte to talk about what they are up to and why TalentBrowser will change database search. Initially founded to support their successful IT in financialrecruitment practice, Integretech, Dwyer and Harney built a search solution which allowed them to step outside the bounds of keyword search, to provide the best “resume to job” matching tech available today.

Startup Spotlight: TalentBrowser Scores and Matches

Missing the best candidate. With every resume being different, it’s a huge challenge to effectively sort and filter through incoming resumes, let alone search the existing database which has to be considered. Truly knowing which candidate is the best fit for skills is a monumental task that is only possible with the assistance of a world class search and match tool. TalentBrowser is this tool. An executive at a leading ATS company described the problem best: “The reality is that no ATS does a good job in search or match. Ours is the best, but it’s not very good either! We’re a mile wide but just an inch deep. I would describe TalentBrowser not as an ATS, but as a premier search engine.”